Everything We Know About Taylor Swift’s Sexual Assault Lawsuit
For all of the scandal, romance and heartbreak headlines that Taylor Swift’s name has been wrapped up in this year, there’s one major story that has been relatively out of sight. It involves a lawsuit — and no, notthe one against Kim Kardashian and Kanye West.
It started in June 2013, when Taylor was performing a sold-out show on her Red tour at Denver, Colorado’s Pepsi Center. Afterwards, at a meet and greet backstage, local country radio DJ David Mueller was posing for a photo with Taylor when he allegedly groped her behind. Later that night, Taylor’s security apparently approached the DJ and accused him of touching her inappropriately, and he was fired from the radio station two days later.
Two years later, in September 2015, Mueller filed a lawsuit against Taylor for lost wages. She countersued for assault and battery in October 2015. Mueller would later add slander charges to his lawsuit, while Taylor and her camp maintain that, despite Mueller’s claim that it was someone else who groped Taylor, the photo evidence of the incident was all they needed. (This was the same photo that was supplied to the radio station and led them to make their own decision in firing Mueller, Taylor’s team says.)
Fast forward to summer 2016. Right in the thick of all of the “Famous” drama, on July 26, Taylor gave her deposition in the case. Just this past week, the judge agreed to keep the aforementioned photo evidence sealed, lest it “be shared for scandalous and prurient interests” and potentially influence the jury. The deposition, however, was made public. And it is not pretty.
“Right as the moment came for us to pose for the photo, he took his hand and put it up my dress and grabbed onto my ass cheek and no matter how much I scooted over it was still there,” Taylor says in her videotaped statement, via Billboard. “It was completely intentional; I’ve never been so sure of anything in my life.”
She goes on to detail the emotional toll the assault took on her. “I remember being frantic, distressed, feeling violated in a way I had never experienced before,” she said. “A meet-and-greet is supposed to be a situation where you’re thanking people for coming, you’re supposed to be welcoming people into your home, which is the arena for that day, and for someone to violate that hospitality in that way, I was completely stunned.” Yikes.
You might also remember when Taylor missed the VMAs for jury duty earlier this year. It turns out she was excused from the aggravated rape and kidnapping case due to her own pending sexual assault case.
Taylor has previously stated that she would donate any money she won in the lawsuit to charities who work to protect women from sexual assault. We wish her all the best as she continues these heavy legal proceedings.
Did it surprise you to learn the details of Taylor’s case? Tweet us your thoughts @BritandCo.
(Photos via Mark Davis, Larry Busacca, Andreas Rentz/Getty)
Welcome to Selfmade Finance School, our new money series with Block Advisors to help small business owners with their tax, bookkeeping, and payroll needs year-round. This week, we explore the tax implications of bringing family members into your business.
The question for today is this: Does hiring your family members make sense for your business? Let me be clear. This is not a piece about whether hiring your family members makes sense for your relationships with those family members. As someone who is part of a family business, I could fill up a lot more than 600 words on my opinions about that. For today's purposes, we focus on whether it makes sense from an overall "good business and tax implication" perspective. As it turns out, there is a decent amount of tax nuance when it comes to employing your family. Let's break it down based on relationship to the employee:
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Spouses Who Are In Business Together
Personally, if I had to be in business with my husband, it would not go well. However, many couples build viable, strong businesses together and I say, good for them! Depending on how you have your business entity structured, it will make a big difference on the tax treatment of you and your spouse working as partners. Because a business jointly owned and operated by a married couple is generally treated as a partnership for Federal tax purposes, the spouses must comply with filing and record keeping requirements imposed on partnerships and their partners. The election to file two Schedule C (Form 1040) forms, (one for each spouse) permits certain married co-owners to avoid filing partnership returns, provided that each spouse separately reports a share of all the businesses' items of income, gain, loss, deduction, and credit. Under the election, both spouses will be subject to self-employment tax and on net earnings from self-employment and receive credit for Social Security earnings.
One Spouse Employs Another
If you have a dynamic where your spouse is an employee of your business, then your spouse's wages are subject to income tax withholding, Social Security and Medicare taxes. If you are self-employed (not a corporation or a partnership), your spouse's pay does not have to be included in your federal unemployment tax account (FUTA) contributions and payments. However, if your business is a corporation or a partnership you must include that spouse's pay in your unemployment tax contribution calculation.
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You Employ Your Child
First, let's be clear. I work in my family business, but I am an adult, so I am treated just like a normal employee. However, if you, for example, run a family restaurant and want to hire your children under 18 to work for you, there are some tax benefits. But first, you should check with your state for rules on how many hours minors can work (in non-agricultural jobs) and reference the Fair Labor Standards Act for information on limitations on the kinds of work children can perform.
"This is an often overlooked or under-utilized strategy. Paying your children for true services they provide in your business can be a powerful tax-saving tool," says Cathi Reed, Block Advisors Regional Director. "If you are a sole-proprietorship or single member LLC, and the child is less than 18 years of age, the business is not required to withhold FICA or payroll taxes. The child can use his or her standard deduction against income you pay."
You Hire Your Parent
Oh dear. If you are brave enough to do this, know that you will need to pay Social Security and Medicare taxes on your parent's wages and make the appropriate withholdings, but you don't have to pay unemployment taxes. Now all you have to do is convince your parent that you are the boss. Have fun with that!
Is Hiring Family Members Worth It For The Tax Benefits?
"There are some positive tax advantages to hiring family members. It's important to treat a family member like any other employee. Hiring your children can result in substantial savings for businesses. Make sure your child has real, age-appropriate work to do and a reasonable pay rate, comparable to other employees. Consult with a Block Advisors small business certified tax pro to ensure that you are complying with all requirements," advises Reed. "Block Advisors, a team within H&R Block, is dedicated to meeting the tax, bookkeeping and payroll needs of small business owners year-round. To start working with the tax experts at Block Advisors, visit blockadvisors.com."
In my opinion, you should not hire a family member solely because of the tax benefits. You should always hire based on whether that person is right for the job and keep in mind how this hire could materially impact your relationship with that person and others in your family. Finally, as I mentioned, make sure you have a tax professional on your team when making these determinations. As you can see, things can get a little tricky!
*All details were sourced from IRS.gov and blockadvisors.com